nonprofit executive search firm, nonprofit executive search los angeles, nonprofit recruiter

Search Success! Shelley Levy Joins Planned Parenthood as Vice President, Human Resources

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Search success! Pillar Search and HR Consulting, an executive search firm that works with nonprofit and mission-driven organizations, is pleased to announce the placement of Shelley Levy as the new Vice President of Human Resources at Planned Parenthood Pasadena and San Gabriel Valley. 

Shelley brings extensive nonprofit human resources and leadership experience to this role. Most recently, she was the Director of Talent and Human Resources at Ednovate, a high-performing network of free public college preparatory high schools in Southern California. Prior, she was the Director of Human Resources at Uncommon Schools and Human Resources Associate at Room to Read. Shelley received her undergraduate degree from University of California San Diego. 

About Pillar Search & HR Consulting: A woman-owned business founded in Boston in 2015, Pillar Search & HR Consulting provides executive search/recruiting and human resources consulting expertise to nonprofit and mission-driven organizations, working with senior leaders and boards of directors to hire and develop the very best talent across all functional areas of the organization. To learn more, please contact Cindy Joyce at cindy@pillarsearch.com.

HR job Pasadena, human resources nonprofit job los angeles, nonprofit executive search los angeles

New Search! Senior Director of Human Resources with Planned Parenthood Pasadena and San Gabriel Valley!

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Executive Search Boston

Pillar Search & HR Consulting is honored to partner with Planned Parenthood Pasadena and San Gabriel Valley on their search for the Senior Director of Human Resources. This is an ideal opportunity for an experienced leader to build and lead, creating a culture to support Planned Parenthood’s mission and values, and lead strategic diversity, equity and inclusion efforts.

About PPPSGV

Founded in 1933 by Pasadena residents dedicated to women’s health, PPPSGV is not only among the oldest of Planned Parenthood affiliates—they are also one of the fastest growing. Today, they see 60,000 patient visits per year and deliver over 11,000 opportunities for sex and relationship education in area schools and colleges. Their service area includes 24 communities in Northeast Los Angeles and the San Gabriel Valley, from Glendale to Glendora and from the I-10 freeway to the San Gabriel Mountains. As the area’s most trusted provider of sexual and reproductive health care, they provide a broad range of healthcare services including contraception, cancer screenings, abortion care, STI testing and treatment, HIV prevention medications, and transgender care, which is their newest healthcare initiative.

Their team is highly engaged, passionate about the mission, and hungry to learn and grow. Over the next 2-3 years, they will be expanding their education programs, rolling out new healthcare services, and opening new health centers in order to serve more people and communities across their service area. People are their #1 asset and they are shifting their culture to that of a talent-driven organization. They are also investing in their leadership to support their growth and dynamic change by providing all of their directors and leadership team members with executive coaching services.

PPPSGV’s Values

  • We tend to the team.
  • We respect and honor all people.
  • We jump in.
  • We try and we learn.
  • We care for our business.
  • We return to our mission.

 

Purpose: The Senior Director of Human Resources provides leadership in developing and executing human resources strategy and programs in support of the business plan and strategic direction of the organization. This role provides in-depth leadership of the HR function; ensures the success of the organization’s diversity, equity, and inclusion work; and oversees the agency’s administrative services functions.   DE&I is a new function, created out of the need to support PPPSGV with growth and large-scale change and to actualize our Strategic Plan initiative to Advance a Culture of Reproductive Justice and Gender Equity.

ESSENTIAL DUTIES AND RESPONSIBILITIES

  • Provide leadership and strategy, as well as design and implementation, to all HR programs, including employment management (leaves, unemployment, workers compensation, etc.), talent acquisition and talent management, onboarding, learning and development, engagement and retention, benefits, compensation, employee relations, HRIS, and shared services.
  • Ensure PPPSGV is a talent-driven organization equipped to attract, engage, and retain a high quality, diverse workforce to carry out mission and business objectives.
  • Oversee a competitive and cost-effective benefits program that is a recruitment asset and helps drive retention.
  • Manage a compensation plan that is equitable, responsive to business objectives, market-driven, transparent, and sustainable.
  • Champion and steward the Planned Parenthood Experience (PPX) programs, including In This Together values and service standards. Ensure engagement programs are vibrant and responsive to workforce trends and themes, and equip managers to take ownership and accountability for engagement and retention of their teams.
  • Ensure PPPSGV’s training and development programs equip staff to meet the technical demands of their jobs, create career development pathways, drive a culture of Excellence in Leadership, and support a cohort of continuously learning leaders.
  • Ensure that the outsourced talent acquisition program is responsive to workforce trends, has clear and effective processes, and delivers on metrics and goals to recruit high-level qualified staff.
  • Oversee employee relations practices that balance manager support and employee advocacy, advising managers in resolving and anticipating complex issues and questions in a fair and equitable manner compliant with PPPSGV values, legal regulations, and general business practices.
  • Oversee the performance management program, and ensure managers have appropriate guidance on documentation, coaching, and performance improvement plans.
  • Consult with, provide feedback, and be a direct resource to the CEO for staffing and employment matters, and serve as a strategic business partner to senior leadership regarding key organizational and staffing issues.
  • Cultivate and lead a talented, service-driven, and resourceful HR team that models leadership at all levels and sets the tone for organizational values and culture.
  • Lead, oversee, or act as a key partner to the affiliate’s diversity, equity, and inclusion program.
  • Advance a culture of inclusion, where diversity is valued, great ideas are recognized, and the fair and respectful treatment of all persons is a core value.
  • Identify when to access, and serve as the HR point of contact for, legal counsel and the Compliance Office as related to employment or HR-related compliance issues.
  • Carry out the investigation of all claims of discrimination or harassment.
  • Stay abreast of and ensure compliance with all regulatory agencies and State and Federal law related to HR personnel policies, procedures, record keeping, and activities; ensure managers are informed of and competent in all relevant HR compliance requirements.
  • Ensure employee information, records, and documentation are accurate, complete, and up to date, and that storage systems are user friendly, efficient, and protective of sensitive and confidential information.
  • Implement and adhere to the HR department budget and work plan; ensure organizational staffing and benefits budgets align with established staffing models and the compensation and benefits strategies.
  • Champion optimization, measurement, and efficiency, and ensure strategic and financial rigor within the HR department.
  • Oversee the agency’s Administrative Services function, including the following:
    • The Safety and Security program, managed by the Compliance and Security Manager.
    • The Risk and Quality Management program, under the responsibility of the Compliance Officer and managed by the Compliance and Security Manager.
    • Legal services, carried out by the General Counsel and various contracted service providers.
  • Other duties as assigned.

QUALIFICATIONS

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Education:   ·Bachelor’s degree or equivalent work experience required.

·Master’s degree with emphasis on Human Resources Management, Business, or related area preferred.

·SHRM-CP/PHR certification preferred.

  
Experience: · 8+ years of work experience in all aspects of Human Resources as well as general Business Management

·5+ years of experience in leading and developing HR professionals

·Strong knowledge and demonstrated experience with HR Generalist, Talent Acquisition/Planning, Learning and Development, Employee Relations, and Diversity & Inclusion functions

·Extensive knowledge of employment and labor law required

·Experience in healthcare preferred; experience in a nonprofit strongly preferred

·Experience overseeing risk management, legal, and/or security functions preferred
Other: ·Ability to anticipate future consequences and trends accurately, and analytic ability to interpret data and situations and make effective decisions

·Inspiring, empowering, and decisive leadership style with superior communication skills and high credibility

·Proven developer of people, mentor and coach with the capability of recruiting, managing, and motivating strong teams

·Outstanding moral character and commitment to integrity, confidentiality, and professionalism

·Comfortable delegating as well as executing and implementing, ability to transition effectively between zoomed-in and zoomed-out work

·Sense of urgency and ability to perform within challenging or ambiguous situations

·Ability to build trust and relationships with broad and diverse audiences

·Demonstrated follow through, direct communication, and collaboration skills

·Ability to persuade and influence, build enthusiasm and commitment, and drive change with passion and conviction

·Excellent project management skills including systems thinking, accountability, risk management, and decision making

·Passion for and commitment to PPPSGV’s mission and In This Together values

  

CONTACT RESPONSIBILITY

Internal: All staff and independent contractors regarding Human Resources program, Security, Compliance and Administration related matters. Leadership Team and affiliate managers regarding HR internal communications, change management, and culture building.
External: Other affiliates, vendors, candidates for employment and the general public.   Board of Directors, donors, volunteers and supporters.

For Immediate Consideration:

Planned Parenthood Pasadena and San Gabriel Valley has partnered with Cindy Joyce of Pillar Search & HR Consulting on the search for its new Senior Director of Human Resources. Qualified individuals, please submit a resume and thoughtful cover letter to cindy@pillarsearch.com.

Planned Parenthood Pasadena and San Gabriel Valley and Pillar Search & HR Consulting believe that diversity in all dimensions of the organization supports and bolsters the innovative thinking essential to its success. PPPSGV and Pillar do not make hiring decisions on the basis of race, ethnicity, national origin, gender, gender identity, sexual orientation, socio-economic background, age, disability, religion, political affiliation, or ideology.

chief advancement officer LIFT, chief advancement officer nonprofit, national nonprofit search

LIFT’s Chief Advancement Officer

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Pillar Search & HR Consulting is pleased to have been selected to manage LIFT’s search for their new Chief Advancement Officer.

ABOUT LIFT
Founded in 1998, LIFT is a national nonprofit that empowers families to break the cycle of poverty. LIFT operates program sites in four major cities – Chicago, Los Angeles, New York and Washington, D.C. – where they connect hardworking parents and caregivers of young children to the people, tools and resources they need to achieve greater economic security and well-being. LIFT believes that by investing in families during children’s earliest years they can break the cycle of intergenerational poverty. To learn more, visit www.WhyWeLIFT.org.

LIFT seeks to hire individuals who are inclusive, results-oriented, and skilled at communication, teamwork, fostering positive working relationships, and problem-solving.

POSITION OVERVIEW
This is an exciting opportunity for a proven nonprofit leader to manage and build the development and communications functions at a high-impact organization, and to serve as a critical member of the organization’s executive team. Success for this role will be defined by LIFT’s fundraising success in the short and long-term, and LIFT’s national visibility as a leader in the anti-poverty space. The position may be located at any of the LIFT offices (Los Angeles, CA, New York, NY, Washington, DC, or Chicago, IL).

The Chief Advancement Officer (CAO) is responsible for increasing LIFT’s fundraising capacity to achieve its vision and strategic goals. Working closely with LIFT’s CEO, the CAO will be charged with establishing and executing a compelling strategy for revenue generation at LIFT and for leading both national and regional fundraising teams to achieve ambitious development goals. Specifically, the CAO is responsible for the vision, successful organization and execution of all development initiatives including major gifts, foundation grants, corporate partnerships, public funding, and capital campaigns.

The CAO will also lead all marketing, and communications initiatives to ensure cohesive and impactful messaging that aligns with LIFT’s mission and strategic goals. The CAO is a chief spokesperson representing the organization to both internal and external constituencies.

With that, this position will lead and manage the National Communications and National Development teams.  This includes six geographically dispersed team members (with two directly reporting to this position) as well as dotted-line responsibility for other team members at the regional level. This individual will be a mentor and provide oversight of fundraising and communications efforts as well as identifying growth and learning opportunities for all members of the team.

The CAO will report directly to LIFT’s CEO, Michelle Rhone-Collins, and will serve as a member of LIFT’s executive leadership team. They will work closely with the Board of Directors, other senior staff and key stakeholders.

CHIEF ADVANCEMENT OFFICER RESPONSIBILITIES:
Lead Fund Development Strategy:

  • Provide strong, strategic leadership of LIFT’s development function by setting ambitious, attainable goals that will increase annual operating funds; aligning fundraising strategies with LIFT’s strategic plan; and managing the development team to achieve and exceed their revenue targets.
  • Provide oversight of all development-related activities and lead coordination with the CEO, Regional Executive Directors, Chief Financial Officer, other senior staff and appropriate Board committees.
  • Manage and strengthen LIFT’s existing development strategies including major gifts, foundation and corporate funding, and special events.
  • Manage the expansion of the major gifts program, implementing systems and processes to build and sustain an effective pipeline.
  • Coach senior staff (Executive Director, Program Directors & Managers, etc.) and Board members on effective fundraising practices, helping them to identify, cultivate, and steward donors.
  • Collaborate across departments and regions to create an environment that nurtures a fundraising mindset throughout all levels of the organization.
  • Partner with the Chief Financial Officer for budget development and management; assure sound fiscal operation of the development function including timely, accurate and comprehensive development income and expense budgets, reporting, monitoring and implementation. Ensure strategic plans for fundraising and communications are integrated with LIFT’s near- and long-term strategies and priorities.

Lead Communications and Marketing Strategy:

  • Lead the Communications team in defining and building an aggressive marketing strategy that ensures consistent institutional messaging and strong branding aligned with LIFT’s core values.
  • Oversee the development and execution of comprehensive marketing strategies including brochures, annual reports, social media, and websites.
  • Actively seek opportunities for LIFT to share insights through media, conferences, and other public forums and serve as primary point-person for all opportunities and requests.
  • Provide messaging strategy and support for all brand ambassadors, public events and engagements.

Manage Performance:

  • Build a strong and nimble Development and Communications team through strategic recruitment, professional development, performance management, and motivational leadership.
  • Oversee performance measures and monitor results to help the CEO, Executive Directors, and Board of Directors evaluate the effectiveness of the organization’s fund development, communications, and marketing.
  • Foster an environment of cohesiveness, collaboration and achievement, develop and implement best practices, and ensure staff accountability for excellence through clearly defined and measurable goals.

Lead External Relationships with Current and Potential Donors & Partners:

  • Alongside the CEO, serve as LIFT’s lead fundraiser, generating significant, renewable funding.
  • Serve as an ambassador for LIFT and its programs, representing LIFT to external supporters, partners and donors and at the highest level in public forums.
  • Maintain a significant portfolio of principal donors, and facilitate relationships between donors and LIFT’s leadership team.
  • Lead relationship-building strategy and activities with major individual, foundation, and corporate donors, developing relationships with key partners and prospective donors.

LIFT’S IDEAL CANDIDATE

  • You are committed to LIFT’s mission and organization’s core values of equity, diversity, excellence, relationship, and hope.
  • You have 10+ years of non-profit development/fundraising and internal/external communications experience with 3-5 years of executive level experience. Experience working within an organization with a national/regional dynamic is strongly preferred.
  • You have a track record of success in raising significant amounts of money through major gifts from individuals, businesses, foundations, or corporations.
  • You possess a strategic understanding of various development campaign activities, including proposal and grant development, annual fund and planned giving, public funding, direct mail, event planning and management, direct solicitations, and more.
  • You have demonstrated experience building or strengthening the structures, supports, and teams required to support a high-performing development team.
  • You possess demonstrated experience securing and managing both restricted and unrestricted grants.
  • You have exceptional communication skills, both written and verbal, and are able to use words to inspire in multiple formats.
  • You are committed to recruiting, mentoring, training, and retaining a diverse team, and you possess the foresight and ability to delegate appropriately.
  • Experience managing remote teams is strongly preferred.
  • You are able to operate with flexibility, creativity, fearlessness and determination while maintaining respect for others’ concerns.
  • You are resourceful in finding alternative ways of reaching funding objectives when barriers arise.
  • You are able to travel up to 50%.

WHAT LIFT OFFERS:

  • Competitive annual salary
  • Employer-paid healthcare coverage
  • 403(b) retirement savings plan with employer matching contribution after 1 year of employment
  • Employer-paid short- and long-term disability coverage
  • Pre-tax benefits for transit, health and childcare
  • Monthly cell phone reimbursement
  • Generous paid-time-off policy. Employees may accrue up to 4 weeks of paid time off during their first year at LIFT, and all employees receive a one-week company-wide vacation over the winter holidays.

TO APPLY
LIFT has partnered with Cindy Joyce of Pillar Search & HR Consulting on the search for its new Chief Advancement Officer. Qualified individuals, please submit a resume and thoughtful cover letter to cindy@pillarsearch.com. Please include your full name in the subject line.

LIFT and Pillar Search & HR Consulting believe that diversity in all dimensions of the organization supports and bolsters the innovative thinking essential to its success. LIFT and Pillar do not make hiring decisions on the basis of race, ethnicity, national origin, gender, gender identity, sexual orientation, socio-economic background, age, disability, religion, political affiliation, or ideology.